The Employment Equity Act promotes equality in the workplace and prohibits unfair discrimination. The act defines a disability as a long-term or recurring physical or mental impairment that substantially limits a person's prospects of finding employment, or substantially limits their ability to perform their job effectively.
The act does not provide an exhaustive list of disabilities but provides a broad definition to include various conditions that may qualify as disabilities. Some examples of disabilities that could be classified under the act include:
Physical disabilities: These include mobility impairments, amputations, chronic pain conditions, and other physical conditions that affect an individual's ability to perform certain tasks or movements.
Sensory disabilities: This category includes visual impairments, hearing impairments, and other conditions that affect a person's ability to see or hear.
Intellectual disabilities: This encompasses conditions such as intellectual impairments, developmental delays, and cognitive disabilities that may affect a person's ability to process information or perform certain tasks.
Psychiatric disabilities: Mental health conditions such as depression, anxiety disorders, bipolar disorder, schizophrenia, and other conditions that affect an individual's emotional or psychological well-being may be considered disabilities.
Chronic illnesses: Conditions like cancer, HIV/AIDS, diabetes, epilepsy, and other long-term or recurring illnesses that substantially limit a person's ability to work may be classified as disabilities.
It's important to note that the Employment Equity Act recognizes that each disability is unique, and individuals with disabilities should be assessed on an individual basis. The act emphasizes the need for reasonable accommodation to enable persons with disabilities to participate fully in the workplace.
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